Da Vinci Profile

DA VINCIPROFILE

Who are we?

What do we do?

The Tips Framework

How do we do it?

Collaborative Framework

The Da Vinci Meta Framework

Student Support

What are our milestones?

Award Programmes

Corporate Social Investment

Purple Cow Rewards Programme

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CONTENTS

WHO ARE WE?

4PAGE

6 DA VINCI COMPANY PROFILE 2016

WHO ARE WE?

The Da Vinci Institute for Technology

Management is a School of Management

contributing towards socio-economic

development and transformation. The

Institute’s purpose is to cultivate managerial

leaders through the core principles of

business driven action learning by offering

students a personalised journey of self-

discovery and co-creation.

The Institute was established in 2004 as a

result of a decision by Warwick University

to exit the education landscape in South

Africa because of the then revised regulatory

requirements for overseas universities

in the country. With the support of Mr

Nelson Mandela and Dr Ben Ngubane,

the Marcus family decided to continue

with the work started by Warwick and as a

result established what is now well known

as The Da Vinci Institute for Technology

Management. The Institute was provisionally

registered with the Department of Higher

Education in 2004. The first Chief Executive

Officer, Professor Benjamin Anderson,

joined The Institute during 2005. Under

his leadership The Institute received full

registration and accreditation status from

the Department of Higher Education and

Training and the Council on Higher Education

during 2006. The first Institutional Audit

was conducted during 2006 by the Higher

Education Quality Committee (HEQC).

Being a Mode 2 educational institution,

The Institute is focused on the creation of

knowledge that is trans-disciplinary in nature,

socially relevant and of which the intent is to

solve work based problems and to contribute

towards the professional development of the

people involved. It is in this context that The

Institute facilitates a journey of self-discovery

for prospective business leaders and

entrepreneurs.

The Institute derives its passion from

developing entrepreneurs and future

managerial leaders who will contribute

towards the facilitation of a sustainable and

socio-economic transformed society. Together

with its South African and international

partners, The Institute offers a spectrum

of learning solutions including aspects

related to, amongst other, entrepreneurship,

innovation management, systems thinking

and managerial leadership. By offering

students an opportunity to participate in an

“I am seeing things that

no one else is seeing”

- Christian De Klerk,

Leonardo MSc Group 18

DA VINCI COMPANY PROFILE 2016 7

WHO ARE WE?

The strategic intent of The Institute is defined in terms of its purpose, dream, principles and brand promise

PURPOSE • To cultivate managerial leaders

DREAM • To contribute to the development of sustainable societies

PRINCIPLES • Seeking the truth• Taking responsibility• Sharpening awareness• Engaging the shadow• Cultivating a balance• Nurturing integration• Embracing holism

BRAND PROMISE • To co-create reality

international immersion they could obtain

a truly global perspective on managerial

leadership development as it presents itself

in different parts of the world. Students are

able to participate in small classes, affording

them the opportunity to reflect on their own

learning and to integrate such with that of

people who represent a wide range of cultural

backgrounds and organisational realities.

The Institute which is situated in the serene

and peaceful suburb of Modderfontein, offers

Certificate, Diploma, Bachelor, Masters, and

Doctorate programmes in the Management

of Technology, Innovation, People, Systems

(TIPS™) and Business Management(B).

By integrating the TIPS™ (B) framework, The

Institute is able to engage, align and become

agile in co-creating new workplace realities

with students and sponsors. The framework

enables The Institute to offer a truly

customised service to meet its client’s ever

changing organisational performance needs.

The Institute is registered as a Private Higher

Education Institution under the Higher

Education Act 1997, registration no. 2004/

HE07/003. The Institute’s qualifications

are accredited by the Council on Higher

Education and recorded with the South

African Qualifications Authority.

The first design of The Da Vinci logo illustrating ‘The Rhino’

As old as the ancient rhino of Africa…so too is the human invention of technology.

As powerful as the great rhino of Africa…so too is technology a mighty force.

As deft as the horn of the rhino of Africa…so too is technology a sharp and focused energy.

As determined as the charge of the rhino of Africa…so purposeful is the management of technology.


WHO ARE WE?

LEADERSHIP

Chairperson and Non-Executive Director Prof Edward Chr. Kieswetter

CEO and Executive Director Prof Benjamin Anderson Secretariat Mrs Marizanne Burger

GOVERNANCE

Chairperson of Council Mr Sechaba Motsieloa

Vice-Chairperson of Council Prof Jeremy Sampson

President Prof Edward Chr. Kieswetter

Vice-President / Chief Executive Officer Prof Benjamin Anderson Educational Specialist Dr Moeketsi Letseka

Manager: Teaching and Learning Mrs Carin Stoltz-Urban

Registrar Mrs Louise Fuller

Secretariat Mrs Sushie Padayachee

Dean: Research and Design Dr Ronel Blom

Business Management Representative Prof Niel Viljoen

Business Management Representative Mrs Martine Maraschin

Alumni Representative Dr Shirley Lloyd

Student Representative Mrs Janet du Preez

Legal Representative Mr Satish Roopa

Business Development Manager Mr Kenneth Mabilisa

Human Resources Manager Mrs Marizanne Burger

A design of the Da Vinci logo that surpassed The Rhino. The three colourful dots refer to ‘Research, Design, Education’.


EXECUTIVE MANAGEMENT

Chief Executive Officer Prof Benjamin Anderson Doctorate in Psychology

Dean: Research and Design Dr Ronel Blom Doctorate in Education (Policy Studies)

Business Development Manager Mr Kenneth Mabilisa Bachelor of Arts (Public Administration/Political Science)

Manager: Teaching and Learning Mrs Carin Stoltz-Urban Masters of Public Management

Registrar Mrs Louise Fuller Bachelor of Arts (Communication/Psychology)

Communications Manager Mr Storm Thomas Diploma in Business Management

Operations Manager / Financial Manager / Mrs Marizanne BurgerHuman Resources Manager Bachelor of Accounting (Honours)

Secretariat Mrs Sushie Padayachee Diploma in Public Relations

Strategic Advisor Prof Niel Viljoen Masters of Commerce

WHO ARE WE?

Da Vinci in partnership with Mail & Guardian released the Edge series publication. The magazine shared stories of technology and innovation excellence within various organisations. Circa 2008.

WHAT DO WE

DO?

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WHAT DO WE DO?

The Institute offers both under-graduate and post-graduate programmes. These include:

• Certificate (Management of Technology and Innovation)

• Diploma (Technology Management and Innovation)

• Bachelor of Commerce (Business Management)

• Master of Science (Management of Technology and Innovation)

• Doctor of Philosophy (Management of Technology and Innovation)

All the Da Vinci qualifications are registered as Learnerships:

SAQA ID Learnership Title Level Registration No. Duration

59449 Certificate: Management ofTechnology and Innovation (MOTI)

5 12Q120029001205 12 Months

59450 Diploma: TechnologyManagement and Innovation

6 12Q120028002406 24 Months

84767 Bachelor of Commerce(Business Management)

7 26Q260082003607 36 Months

59469 Master of Philosophy:Management of Technologyand Innovation (MOTI)

9 12Q120030002408 24 Months

59489 Doctor of Philosophy:Management of Technologyand Innovation (MOTI)

10 12Q120031002408 36 Months

Table 1: Learnerships at The Da Vinci Institute.


‘A Student’s guide to The Da Vinci Way’ – A guide developed for MSc (MOTI) students. Circa 2006.


WHAT DO WE DO?

Tools/Metricsto achieve

differentiation

HumanInterface

OrganisationSystem

Ideation - to create value

Performance output

ALIGNMENT

ENGAGEMENT

Workplace IntegrationAG

ILITY

Perfo

rman

ce an

d valu

e ret

urns

T

P

S

I

THE TIPS FRAMEWORK

HOW DO WE DO IT?

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HOW DO WE DO IT?

THE MANAGEMENT OF TECHNOLOGY (MOT)

Here we argue that we are all technologists, every one of us who knows how to do something

in a certain way and uses tools to do it, be they pencils or personal computers, machine tools

or video screens. Teachers, auto designers, builders of factories or financial plans, whether we

use language labs or lasers in whatever we do, we participate in the management of technology

of our age.

THE MANAGEMENT OF INNOVATION (MOI)

This is essentially about how an organisation firstly capitalises on the ideation process to

develop an innovative product, service, process of system and as a result to commercialise and

implement such innovation.

THE MANAGEMENT OF PEOPLE (MOP)

This is about the understanding of the human bridge in implementing organisational processes

and how the organisational human factor is leveraged, showing how and where people make

the real difference in sustaining organisational growth and competence.

THE MANAGEMENT OF SYSTEMS (MOS)

Here we focus on the synthesis of all organisational activities and performances systemically, in

an attempt to solve unique problems. The re-design of a competitive landscape may result in

being hyper competitive. It also assumes that one perceives reality as a combination of known,

knowable, complex and chaotic dimensions

“I have seen enormous growth in personal revenue

since starting my

studies.”- Natalie James,

Leonardo BCom Group 4

Da Vinci strives to challenge the algorithm, to think outside the box and thereby go beyond continuity.


HOW DO WE DO IT?

BEING AGILE

Integrating the dynamics of the management of technology and the management of innovation

such that as the organisation develops, improves and adapts its technology needs, appropriate

amounts of innovation are applied to generate real market value and profitability.

BEING ALIGNED

Integrating the management of technology and the management of people by ensuring that

the organisation upskills (by acquisition or development) the appropriate human capabilities to

match and ideally exceed the technological needs at any one time.

BEING ENGAGED

Integrating the management of people and the management of innovation by way of evaluating

the commitment and motivation of people at the workplace. It is measured in terms of the total

incentive cost within the organisation.

In linking and integrating the domains (MOT, MOI, MOP and MOS) with each other, Da Vinci argues that people should be able to demonstrate the following behaviours:

THE COLLABORATIVE

FRAMEWORK

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THE COLLABORATIVE FRAMEWORK

The Da Vinci Institute uses business driven action

learning as the foundation for the integration

of learning within the work environment, taking

particular cognisance of the socio-economic

context of its students.


THE COLLABORATIVE FRAMEWORK

The Da Vinci InstituteA boutique institution providing signature solutions

through customisation

The Collaborative Framework

ReframingSelf, other, social context and problem solving

Understanding the System and clarifying

roles/functions

Work based Challenge

Management of Technology - MOT

Return onInvestment - ROI

Implementation of a valueproposition

DecisionMaking

Management of Innovation - MOI

Management of People - MOP

Strategic understanding

The client’s reality

Customisation


THE DA VINCI META FRAMEWORK

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The Da Vinci Institute is a Mode 2 educational

institution that is characterised by trans-

disciplinary engagements in an effort to formalise

an integrative process of knowledge creation,

application and dissemination. It transgresses

beyond existing methods of research and

acknowledges the need for joint solution finding

mechanisms around a particular application, also

called a ‘work based challenge’ (WBC).

There are, amongst other, four perspectives

of reality that need to be considered when

conducting research at Da Vinci. These are

defined as concrete experiences, reflective

observations, abstract conceptualisation and

active experimentation.



ConcreteExperience

Feeling

ReflectiveObservation

Watching

ActiveExperimentation

Doing

AbstractConceptualisation

Thinking

ManagementLeadership

Mixedmethods

Heterogeneity

SocialAccountability

CynefinFramework

OtherQualitativemethods

Kolb’s Learning

Framework

Self

Quantitativemethods

Transdisciplinarity

Professionaldevelopment

Construc-tivismn

Integral Research

SocialContext

TIPS


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STUDENT SUPPORT

The approach to student support at the

Institute is very proactive. ‘At risk’ students

(students who do not submit their Post

Modular Assignments (PMAs) on time,

who fall behind on research work, or fail

to show up for workshops) receive follow-

up phone calls and e-mails as soon as

it is noticed. Catch-up plans are made

proactively and personal attention from our

team of dedicated Key Account Managers

ensures that The Institute stays in touch

with all students. The Institute also supports

its students through student support

sessions facilitated by our Student Support

Specialists.

All Da Vinci students have access to and are

actively encouraged to make use of Moodle

(acronym for Modular Object-Oriented

Dynamic Learning Environment). Students

can access learning material including

additional reading material from Moodle

and also use this platform to upload their

assignments. In addition, Moodle is used

to communicate with students regarding

assignments, workshops and other matters

related to their studies.

One of the differentiating factors that sets Da

Vinci apart from other institutions of higher

learning, is its proactive approach to student

support.

The Da Vinci Institute caters primarily for

non-traditional students (older, working

students with a range of responsibilities

outside of their studies).

The formal student support programme is

aimed at cultivating managerial leadership

competence amongst all students. The

programme consists of completing a

Shadowmatch profile and participating in

three or four formal engagements with a

Student Support Specialist every year.

The Shadowmatch profile assesses the study

(and work) habits of individual students and

highlights ‘danger’ areas to them in terms of

their career development.

STUDENT SUPPORT

Installation of Mr Edward Chr. Kieswetter as the first President of The Da Vinci Institute (May 2013).


STUDENT SUPPORT


“Everything we write about, we implement. I have definitely seen a return on investment studying here” - Yusuf Said Leonardo BCom Group 4

“Thank you so much for all your patience with me…. You have supported me a great deal and I appreciate it more than you know.”

- Vanessa ZietsmanLeonardo BCom Group 5

“Thank you so much for the hospitality and warmth you gave us in the last three days.”

- Thobekile Ndlovu, Risk Management BCom Group 9

“Thank you so much for the unwavering support and being a pillar of strength.”- Takaedza Jonhera, Zimbabwe BTD MSc Group 6

“I just want to say thank you as I really enjoyed our classes. I now have a different approach to a situation arising at work as well as in my personal life. This was truly something out of the ordinary.”

Zipphora SwanepoelFNB Housing Finance (2016) BCom Applied to Finance

“Thank you to all for making this experience so memorable to me.”

- Richard Goddard, Leonardo MSc Group 22


WHAT ARE OUR MILESTONES?

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WHAT ARE OUR MILESTONES?

FACTS & FIGURES

A TOTAL OF

517 CERTIFICATE 257 DIPLOMA27 BCOM 205 MSC

87 PHD Students have

graduated during the first 12 years

CURRENT STUDENTS2210

15% of students are participating

through recognition of prior learning (RPL)

of enrolments are students from beyond South Africa’s borders7%

STUD

ENTS 43%

FEMALE57% MALE

1772

438

undergraduates

postgraduates

A mature student population with

76% students older than

35 years of age 0

10

20

30

40

50

DEM

OGRA

PHIC

S

Black

White

Indian

Coloure

d


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AWARDSPROGRAMMES

INNOVATION AWARDS PROGRAMMES

DA VINCI TT100 BUSINESS INNOVATION AWARDS PROGRAMME

The TT100 Awards Programme, with support from various partners (including The

Department of Science and Technology, Eskom, PwC and the IDC) was launched in 1991

by the South African Engineering Association (SAVI). The programme has been focused on

drawing attention to the importance of developing a local culture of technological innovation

and excellence. TT100 has evolved into one of the foremost business awards programmes

that laud companies for their prowess in the Management of Technology, Innovation, People,

Systems, Research and Sustainability, regardless of their industry. The programme is an

effective vehicle for achieving growth and innovation advancement in our country, while

raising awareness of the critical need for all companies to embrace the management of

technology, innovation and people in a systemic and sustainable manner. Since 1994, TT100

has enjoyed strong endorsement by the Department of Science and Technology (DST) as the

major government sponsor. The TT100 Programme forms an integral part of The Institute’s

annual business operations.

ACCENTURE INNOVATION INDEX

The Accenture Innovation Index measures, recognises and rewards innovation and systems of

innovation in organisations, and provides an authoritative and objective snapshot of the current

state of innovation in South Africa.

TT100, part of Da Vinci, recognises organisations for their prowess in the Management of Technology, the Management of Innovation, the Management of People in a systemic way.



COUNCIL AWARD PROGRAMMES

A guide to the Da Vinci Curiosita Colloquium. Circa 2007.

“An insatiably curious approach to life and an unrelenting quest for continuous learning” – Michel J Gelb (1998)

THE BENJAMIN ANDERSON AWARD FOR WORK BASED LEARNING

In view of the fact that the first cohort of BCom students graduated in 2015, a new academic

award for academic excellence was instituted, aimed at recognising outstanding performance

in respect of the BCom qualification. A central feature of the BCom qualification is the Work

Based Challenge (WBC) – an approach unique to The Da Vinci Institute. The award will be

presented to a student who has passed the BCom degree cum laude; and has achieved at

least 75% in the Work Based Challenge.

THE DA VINCI LAUREATE: SOCIAL ARCHITECTUREIS

The Da Vinci Laureate: Social Architectureis award serves to acknowledge an individual that

has made a singular contribution to the re-definition of social systems with a view to create an

equitable society, self-directedness and embracing unity in diversity.

Through insightful leadership and a passion for the development of communities, the

contributions of recipients of the laureate award are recognised at a National or International

level, and thereby provide an opportunity for society at large to appreciate the contributions

made by such individuals regarding the re-positioning of society as a sustainable community.

THE DA VINCI PRESIDENT’S AWARD

The Da Vinci President’s Award recognises students who, through excellence in applied research,

contribute to an alternative understanding of what constitutes the Da Vinci Institute’s offerings

related to Managerial Leadership in Technology, Innovation, People and Systems Thinking. The

student(s) should, through research activities, demonstrate an unquestionable contribution(s)

towards the creation of new knowledge and application as related to the Management of

Technology, the Management of Innovation, the Management of People and the Management of

Systems within a specific organisational context.


COUNCIL AWARDS PROGRAMMES

THE NATALIE DU TOIT AWARD

This award recognises individuals who display persistence, cheerfulness, a sense of adventure,

tenacity, courage and helpfulness to others and who have either ably balanced their academic

studies with extramural activities, or have balanced their achievements with real life challenges

and opportunities in such a way as to benefit society at large.

THE DA VINCI COMMUNITY SERVICES AWARD

The Da Vinci Institute has incorporated Community Services as a key component in all

offerings to clients. This award recognises students who demonstrate a commitment towards

community involvement and who have included community activities into their learning and

research.

THE DA VINCI MANDALA RESEARCH AWARD

The Mandala is a symbol of integrating different parts into a synthesized archetype of

subjective truth. The more we become integrated, or the more a piece of work is integrated,

the more authentic it becomes in the strife towards wholeness.

THE DA VINCI PHD EXCELLENCE AWARD

The aim of the Da Vinci PhD Academic Award is firstly, to acknowledge academic excellence

demonstrated by a Da Vinci PhD graduate; secondly, to serve as an example of excellence for

other Da Vinci students; and thirdly, to promote The Da Vinci Institute through the quality of its

students’ work.

“I know I have changed, I have become a better person because of my studies.” - Paula Krause,

Leonardo BCom Group 4

37PAGE

CORPORATE SOCIAL

INVESTMENT

GAUTENG OPERA

At Da Vinci, we believe that action learning comes in many shapes and facets and we do

not believe in binding down any form of management that can be developed, albeit in a

workshop or on a stage and we place great value on artistic expression as much as we do on

business science. Despite having faced adverse operating conditions during the economic

downturn, the Gauteng Opera, an opera production company, formally known as The Black

Tie Ensemble, founded in 1999 by legendary soprano diva, Mimi Coertse, continues to

develop performers from disadvantaged communities and showcasing them on both South

African and international stages. Such an organisation cannot rely on its performing talent

alone and the running of the production company is met with organisational challenges as any

other business. Da Vinci also looks at the balanced needs of its students and in light of this

we are proud sponsors of not only two very talented GAUTENG OPERA Tenors but we have

also provided a bursary for a Master’s Programme (MOTI) to Gauteng Opera’ artistic director.

The approach remains in an action learning framework in that this qualification will require the

student to apply his knowledge in the Gauteng Opera Production Company.

I WAS SHOT IN JOHANNESBURG

Da Vinci is proud to be involved with the ‘I Was Shot in Johannesburg’ Initiative that provides a

platform for youth at risk to learn skills and generate an income. The Iwasshot FOUNDATION

is a direct assault on homelessness. The Iwasshot FOUNDATION provides Skills Development

Programs, with photography as the medium, to children living on the streets of our Urban

Centres. The Foundation is a non-profit, non-government organisation aimed at strengthening

the potential of individual lives - educating, recognising and caring for children who hold

on to the smallest light of hope for a better future. The Foundation stands independent of

discrimination of religion, race, culture and gender boundaries. ‘IWasShot’ operates in close

collaboration with shelters that provides a safe environment for these children. The Foundation

makes use of existing infrastructures as far as possible and builds upon them. The programs

are implemented by Bernard Viljoen, registered architect and professional photographer,

through direct contact with the children. The Iwasshot Foundation initiates community-based

projects that focus on the personal development and enrichment of children who might

otherwise not have had the opportunity to explore their creativity. The focus of the project lies

Da Vinci has identified key projects in which we believe we can make a meaningful contribution to people and organisations:

CORPORATE SOCIAL INVESTMENT


“The dream of Da Vinci is to contribute to the devel-

opment of sustainable societies.”

– Prof Benjamin Anderson,

CEO, The Da Vinci Institute

CORPORATE SOCIAL INVESTMENT


Da Vinci together with its Research and Industry associates co-create new workplace realities for students.

within the inner cities where children are constantly exposed to the darker side of humanity.

Iwasshot Foundation works within communities affected by homelessness and highlights the

vibrancy, paradoxes, multiplicity and talents of children who should be at play. The aim is to

change the perspective of street children and re-empower them through innovative programs

within their communities, to educate and enhance positive awareness. The Da Vinci Institute

provides master classes from a managerial leadership perspective.

LITTLE GREEN NUMBER

Three Little Words that could Change the World!

Little Green Number is an award winning company who turn ads into bags! Each one of their

bags, made from recycled billboards, is funky and unique. They are passionate about creating

jobs AND saving the planet. One billboard at a time!

Their Buy 1 Give 1 philosophy means that for every Little Green Number bag one buys they

donate a Little Green Number to a school child that needs it.

LITTLEMore sales equal more jobs. And more jobs mean that hard working, talented South Africans have

hope. A chance, an opportunity to feel successful, great at what they do. Little Green Number has

community based micro manufacturing franchises all over Gauteng, and they intend to take this

national. They are passionate about wiping out poverty, through social business principles: doing

good, whilst doing good business. One Little Green Number at a time.

GREENBillboards have nowhere to go. There’s no billboard heaven (or hell!) when they die. They just

stick around forever and ever and ever. By participating in their upcycling process they have

taken them off the streets and the garbage heaps and given them a new lease on life.

NUMBERNo one else has a Number exactly like anyone elses! Everyone’s number is funky, sexy and

unique. Made with love. To be worn with joy! Their products are all upcycled, they have

character, a story to tell, so pardon the few scratches and scuff marks.

The Da Vinci Institute supports this initiative by presenting each new student with their very

own Little Green Number.

PURPLE COW REWARDS & RECOGNITION PROGRAMME

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PURPLE COW REWARDS & RECOGNITION PROGRAMME

ABOUT THE PURPLE COW

The Purple Cow is a book written by American author and marketer Seth Godin. His view on

marketing has changed the landscape within which organisations operate. This cult book has

a simple message. Be remarkable. Purple Cow argues that the only way to cut the hyper-

clutter of products and advertising today is to innovate something new, unique and remarkable

– like a purple cow.

THE CONCEPT OF BEING REMARKABLE

Cows, after you’ve seen them for a while, are boring. They may be well-bred cows, Six Sigma

cows, cows lit by a beautiful light, but they are still boring. A Purple Cow, though: Now, that

would really stand out. The essence of the Purple Cow — the reason it would shine among a

crowd of perfectly competent, even undeniably excellent cows — is that it would be remarkable.

Something remarkable is worth talking about, worth paying attention to. Boring stuff quickly

becomes invisible.

THE PURPLE COW REWARDS & RECOGNITION PROGRAMME

The idea was born to allow Da Vinci staff members to reward each other for remarkable

achievements. Telling our own story and listening to those stories of colleagues has been an

important drive to ensure the success of the Purple Cow initiative at Da Vinci. Ultimately it is

meant to reward and recognise each other whilst at the same time taking pride in our own

individual achievements and sharing those with the team.


“The reason it would

shine among a crowd of

perfectly competent,

even un-deniably excellent

cows, is that it would be

remarkable.” - Seth Godin,

author: The Purple Cow

Da Vinci House16 Park AvenueModderfonteinJohannesburgSouth AfricaT: +27 11 608 1331F: +27 11 608 1332I: www.davinci.ac.zaE: [email protected]

The Da Vinci Institute for Technology Management (Pty) Ltd is registered with the Department of Higher Education and Training as a private higher education institution Act, 1997. Registration No. 2004/HE07/003

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